Director, Talent Management

Blue Bird Careers•Macon, GA

11h•Onsite

About The Position

Reporting to the CHRO, the Director, Talent Management serves as the enterprise owner for Blue Bird’s end-to-end talent management system, performance management, talent review & succession planning, organizational development, & engagement strategy. This role will be accountable for designing, leading, and continuously improving talent programs that elevate leader effectiveness, strengthen bench strength, and accelerate business performance across both plant and professional populations. This leader partners closely with Operations and Functional leaders to ensure talent processes are practical, adoptable, data-informed, and aligned to business priorities. The ideal candidate blends strategic program design with hands-on execution, change leadership, and operational rigor, delivering scalable solutions.

Requirements

Deep expertise in talent management systems, including performance management, talent review, succession planning, and leader enablement.
Demonstrated ability to design programs and drive adoption through influence, change leadership, communications, and training.
Strong consulting capability: can diagnose organizational issues, facilitate leader discussions, and move stakeholders to aligned decisions.
Excellent project/program management skills: able to manage multiple cycles with high quality, deadlines, and stakeholder complexity.
Strong executive presence and communication skills, able to influence at all levels with clarity, data, and practical recommendations.
Analytical capability: comfortable using data to tell a story, identify risk, measure outcomes, and recommend action.
High discretion and judgment in handling sensitive talent information.
Proficiency with Microsoft Office (Excel, PowerPoint, Outlook, Teams) and comfort creating executive-ready materials, and toolkits.
Bachelor’s degree required in Human Resources, Organizational Development, Business, Psychology, or related field; Master’s degree preferred.
10+ years of progressive experience across talent management, organizational development, HR COE leadership, or equivalent HR program ownership.

Nice To Haves

Ability to anticipate and understand customer needs and provide guidance.
Excellent interpersonal and customer relationship skills to handle difficult and sensitive matters.
Strong project management skills; exposure to difficult or complex projects a plus.
Ability to influence stakeholders and drive adoption across diverse populations (plant and professional).
Effective communication and ability to translate complex talent concepts into clear, leader-ready tools.
Working in a collaborative team and balancing the needs of individual stakeholders while delivering business objectives.

Responsibilities

Design, administer, and continuously improve Blue Bird’s talent review and succession management approach (frameworks, cadence, tools, education, and leader enablement).
Lead annual talent review cycles, ensuring calibration, readiness assessments, critical role identification, and measurable outcomes.
Build and maintain toolkits for HRBPs and leaders (e.g., 9-box guidance, succession slates, development planning standards, critical role definitions, risk scoring).
Partner with leaders to strengthen succession pipelines for all levels of the organization.
Own the end-to-end performance management framework and annual cycle (goal setting, calibration, and leader in communications).
Define standards for goal quality, rating philosophy, feedback expectations, documentation, and performance improvement practices.
Assess organizational effectiveness needs and lead OD solutions (team effectiveness, operating model clarity, role clarity, capability building, leader coaching toolkits).
Consult with leaders to diagnose organizational challenges (structure, decision rights, capacity, leadership behaviors, engagement drivers) and implement practical interventions.
Establish standards for enterprise development planning and leader capability growth aligned to business priorities and Blue Bird leadership expectations.
Own employee engagement in partnership with HR and business leaders, including survey administration support, action planning standards, and leader enablement.
Provide leadership coaching to leaders in the organization.